The broad term “millennial” generally includes those born between the early 1980s to the early 2000s. Their influx into the workforce is revolutionizing how companies operate, how they share information, and even how they design their offices. These changes are shifting the workplace from simply a “place of work” to a dynamic center of learning, interaction, and meaningful contribution to the community.
The Environment
The most obvious change is in the physical workplace. It is difficult to find the mazes of cubicles that were so prevalent before. Millennials prefer open-plan floors and functional furniture like standing desks and unorthodox chairs. Large windows, vivid colors, and ample natural light complete the picture.
This change in the office landscape gives employees respite from the drudgery of work by combating the traditional “cooped in” environment. That freedom manifests as improved mental health, lower stress levels, and a general aura of wellbeing.
Flexibility
The flexible workday gained popularity before the turn of the millennium, but it is only now becoming truly flexible. Older workers have seen the first “arrive late, leave late” iterations of flexibility but some millennials today work exclusively from home. Flexibility is now evolving to include unlimited vacation time, prolonged maternity and paternity leave, and fully-remote positions. Changes of this nature are welcomed by employees of all ages and they have been shown to improve job satisfaction and worker retention rates.
Access and Transparency
Accessibility and transparency are no longer buzzwords for millennials – they expect (and demand) them of employers. CEOs are increasingly adopting open-door policies and actively soliciting feedback from all staff. The topic of salaries has ceased to be the taboo it once was and there is a firm shift towards pay transparency by most reputable companies. Much of this is driven by the earnest millennial goal of removing factors like gender and ethnicity from the salary equation.
Constant Learning
Related to millennials’ need for accessibility is their desire for frequent feedback. While annual performance reviews may have sufficed for previous generations, millennials crave ad-hoc comments and constructive criticism. This is complemented by a passion for constant self-improvement through learning, a powerful asset for any employer. Managers who tap into this sentiment will find themselves heading a team of responsive individuals that come together as a formidable competitive asset. Already, many companies are leveraging this trait by investing in extensive training and advancement programs.
Giving Back
Three-quarters of American workers say that they find work more fulfilling if the company has a good Corporate Social Responsibility (CSR) strategy. Over half say that they would willingly take a pay cut to work for a “responsible company”. While giving back to the community has long been a practice of bigger companies, the millennial desire for proactive community involvement has helped it gain further popularity in recent years.
Would you like to discuss more ideas on how to recruit and support members of this generation? Please contact me today!
